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      Case IQ

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      Case IQ Reviews

      2.4

      32% would recommend to a friend

      (140 total reviews)

      David McNeill

      25% approve of CEO

      15% positive business outlook

      Ratings by demographic groups

      Case IQ has an employee rating of 2.4 out of 5 stars, based on 140 company reviews on Glassdoor which indicates that most employees have an average working experience there. The Case IQ employee rating is 38% below average for employers within the Information Technology industry (3.9 stars).

      Reviews by job title

      140 reviews
      2.0
      Jan 15, 2017

      Stay Away (For Now)

      Software developer
      Recommend
      CEO approval
      Business outlook

      Pros

      - The people are fun to work with. Very friendly environment.

      Cons

      - Awfully noisy work environment (open floor office). Seem to believe that it helps communication yet are fine letting managers have their own offices. In my experience, they do not help communication since they make everyone more irritable/stressed. - Technical debt is through the roof. Its incredible how fragile everything is at the moment. - Due to technical debt and under-staffing you end up doing overtime. They tout their work/life balance as being great but this is just disconnected from reality. - Not rewarded for going the extra mile due to limits placed by execs on raises. There is also a no overtime policy, so you end up doing unpaid overtime. - Execs do not understand the importance of QA. If you don't QA your own code get ready to be blamed for issues that happen in production environments. There is no automated testing practice in project teams and thus if you inherit someone else's project you're in for a "fun" time. - There is no real operations team and instead developers are expected to do the work.

      3.0
      Oct 24, 2018

      Good people, potato technology

      Senior developer
      Recommend
      CEO approval
      Business outlook

      Pros

      Sales team is solid. The CEO's background is sales.. and it shows. Largest clients in the world. 1/2 day Fridays in summer... for the most part. Donuts on Wednesday Good coffee machine Pool table For the most part, everyone is a good person at i-Sight. From CEO to interns... very good people and ALL will help you if you ask for it, professional or personal.

      Cons

      "As long as you work hard ... You will never get fired from i-Sight" - This was told to me early in my tenure at i-Sight by an exec and immediately I knew there was trouble ahead. Promotion are given to individuals who "brute force" their success by working INSANE hours. If it takes someone 60-80hrs to do a 40hr job, this person is BAD at their jobs... STOP promoting them. Low end MacBook Pro 4+ yrs old... unless your IT, because you need huge power to remote into servers. Embarrassing software stack. Seneca/Bootstrap/Nscale? Used by dozen's around the world. Developers are treated as cogs in a machine and NOT as force multipliers. Platform misses deadlines consistently, under deliver... with no ramifications. Project teams are consistently required to do overtime due to poor from a management perspective. Projects are sold before requirements and estimates are given. Manual deploys that take > 40min. No continuous integration. This is costing the company 10's of thousands a month. Manual testing. If your a politician, you'll excel here. Departments compete against each other, at the expense of the customer. Company bonus is unobtainable.

      avatar
      Case IQ Response
      7y
      Thanks for the feedback. Glad to hear that you found great people in the company who are living up to our values and that you enjoyed the benefits of being part of a company that cares deeply for it's people and customers. We're a work in progress and many of the ‘cons’ that you wrote about are being worked on. We're always striving to improve and evolve our culture, infrastructure, products and services. I appreciate your feedback because it makes me realize we need to get better at communicating internally about our plans and projects to improve. As a company that cares deeply about the people on our team, we spent our early years suffering from a side effect that we now refer to as ‘ruinous empathy’. Working hard is important, but it’s not enough - to keep your spot on the team you must get results. We’ve become more disciplined on that front over the past couple of years and will continue to focus on developing managers who provide candid feedback to improve the results of each person. This year we started opening promotions to an internal competitive process for the first time. It gives people a chance to compete to win greater responsibility. We’re focussed on promoting the people with the best attitude, skills, knowledge and track record of results. We’re very proud of our software and as you noted, we have hundreds of leading companies and thousands of users around the world who love using it every day. Like any application, ours is a work in progress. We aren’t super enthusiastic about each and every component of the stack, but some of the technologies that you mentioned are actually being eliminated in our latest release coming out next week, while others on our roadmap for replacement. Deployment is also a huge part of this new release and will dramatically improve the lives of our developers and crush the time it takes to deploy. There's a huge opportunity for case management globally and we intend to race after it by building the best product in the world. We wish you the best and if you’d like to chat more we’d welcome the opportunity to hear more about your experiences – please email hr.group@i-sight.com.
      2.0
      Jul 26, 2018

      Watch your back, but it could work out ok for you.

      Software developer
      Recommend
      CEO approval
      Business outlook

      Pros

      When your schedule and boss allows it, afternoons off on Fridays in the summer. Some pretty cool people, although, fewer and fewer. Some team events depending on the team. Nice coffee machine. Big kitchen and pool table. For devs, a great launching place to get experience before you get hired at Shopify. Teams can work well together, depending on the team. The really smart people leave, so a less talented and experienced dev can become a team lead and be considered top dog - where they would be considered just another dev at another company.

      Cons

      Inexperienced CEO with a bit of an ego who won't consider other people's opinions or ideas. He inherited the business from dad (who was a great human being who cared a lot about his people) but didn't seem to inherit his dad's compassion or business sense. Three partners and it doesn't seem like they talk to each other. Don't get comfortable. You may get fired and you will never see it coming. As a dev, you get paid poorly. They like to hire young and inexperienced so they can pay bare minimum. But as the great devs emerge and you grow and get more experience, the better salary doesn't come with it and as such, you see the most talented people leave for much better incomes. So there is churn. Technology is flawed and will be irrelevant soon. Business model is at risk. Large tech defecit. In dire need of a product manager. Their values are only observable on the walls and tshirts they put them on and they absolutely do not live them out. Radical candor involves being candid with people about performance. People should not be fired if they have never been told they are aren't living up to performance or they have some personality thing you don't like. Being candid means being honest about shortcomings so the person can do something about it. It's a coward's way out to sit across the table from someone who has worked hard for you and always done well on their performance reviews just to slide an envelope across the table with nothing more than a "please review and don't tell people what you get". It's happened to a significant number of my former colleagues and this is their common practice. The affected employees leave having no idea why they were let go and it messes with them. No warnings. No performance issues raised. It's scary because you don't know if you're going to be next because they don't tell you if they aren't happy with you.

      avatar
      Case IQ Response
      7y
      Thanks for your feedback and I’m sorry that your experience has been so negative. Sorry for the long response, but since you took the time to write such a detailed review, I wanted to do the same. We truly do care about our team and our customers and I’m sorry that you haven’t seen that expressed through our actions. I’ve had the extraordinary experience of building a business with my dad – and two other partners. As the youngest member of the founding team I’ve had the privilege of learning from each of them. Working side by side with my dad, he coached and mentored me for 18 years. Even longer if you count how he helped me run an ice cream bike business from age 16-20 and a painting business in my final summer of university. He’s an incredible man who always showed interest in me and my entrepreneurial spirit. I am forever grateful for the time we got together building this business. We hire lots of great young people. We like the energy and ideas they bring to our company. The highest performers are rewarded with rapid expansion of compensation and responsibility, and I’m sorry that you haven’t seen that. Like any software company, our technology is a work in progress, but our growth from 35 to 135 team members over the past few years shows that our customers get value from the work we do. Our team is stronger than ever and I’m truly excited about our future prospects. With rapid growth, it became harder for me to truly know every member of our team. We had a culture, but weren’t being explicit in trying to design our culture and values. As the partners and I worked to develop our Culture Code last year we thought it was important to explain what we value in an effort to guide our team towards the culture we want. Ultimately the Culture Code is part ‘what we are’ and part aspirational. We have room to be better, but I assure you that we are committed to living our values and I’m sorry you haven’t seen that. Since I became CEO over a year ago now, we’ve had to make many tough decisions about who can be part of our team. We do our very best to treat each person with respect – even when things don’t work out. It’s tough to have candid conversations about performance when things aren’t going well, but this is one of our values because we believe it’s absolutely critical. Great people want feedback and want to improve. We believe they should be given that chance and I’m sorry if you’ve known people who didn’t feel that they were given that opportunity to improve. As a management team we’re working on improving our skills in this area and we all recently read a book called ‘Radical Candor’, and then had offsite training in an effort to improve our skills and knowledge around how to give candid feedback. We are working hard to be better. Thanks again for your feedback and please drop me an email or swing by my office if you’re willing to talk about your thoughts further. Thanks, Joe
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